We have been told explicitly by our manger to expect that not everyone will get “meet expectations “, even if in reality you did meet the expectations.
I know these reviews are not as important as the year end, but what should we expect? Being put on a black list for the next layoffs?
The wet-noodle spines of lower management can be blamed equally. They operated with both fear and denial that everything at the firm is okay. They do what they are told, keep opinions to themselves and hope that lies about retaining their positions are a truth.
As much as people talk about RV, DMc, EP and the entirety of EC... low-level and mid-level management are of equal blame. Sheep walking their way to the sla-ghterhouse under the umbrella of lies and falsehoods.
@d3 has nothing to do with your mgr. its sr mgrs forcing the ratings down at mid year to ensure eoy goes same as last year. I know because im a mgr seeing this exact communication and they are not trying to hide they are doing it either. Bny needs to be challenged because they will not fight it like people think and they will pay out before having to go to court. In my opinion, this place is awful under RV and they need a class action lawsuit against them . People need to raise he-l outside this place to shed light in wtf they are doing here
I went from exceeds to below in the course of 1 year and nothing changed about my performance, but my manager changed. I ran projects for what was at the time Pershing's biggest client. But someone decided I was what? too old? Too white? and the kept giving me bad reviews for 4 years. I was too old to find a job elsewhere, so I stuck it out and told my manager I wasn't leaving without a package. Which eventually happened.
I was marked below expectations at mid year last year, completely unexpected. It was my fault because I trusted my manager’s word and had nothing in writing to confirm the positive feedback he had given me the first half of the year. I was told I can’t dispute it, there is no grievance process and it is just a touchpoint. It wasn’t a touch point, it goes on your record and he spent weeks calling me to force me to acknowledge it on the system. I refused and HR updated it on the system on my behalf. I raised the fact I didn’t acknowledge it and didn’t agree with it but HR justified it as- it is just how the system works. Another person in our team was given not met at end of year because of sickness absence and the su-k up people with the least knowledge got promoted at the start of this year because they got exceed expectations. My best advice to anyone would be to leave, I did in February and it’s the best decision I’ve ever made
Start planning, especially if you see minor things brought up.
If you're BE at mid-year, you're done. Spend the next six months looking for a new job.
mid years are absolutely more important than YE. your MY is your YE. your manager isnt waiting till end of year to decide your fate
Leave this company
Its same bs they did it at EOY. They will alter ratings to meet their 25/20/25% goal so they can reduce head count again. Its disgusting and there needs to be a class action lawsuit against them. Its the only way to open their eyes and any other company doing it or thinking about doing it. They are costing people promotions, jobs , merit and everything else by falsifying performance ratings.